Compelling Interpersonal Skills Training
for Powerful Organizations
Lowest Prices • Free Ground Shipping Call Us! 800-421-0833 Watchlist  Watch Later Help   |   cart My Cart 

Your watchlist is currently empty.

The CRM Learning weblog will be regularly updated with helpful training tips, articles, and other news. We encourage you to comment and share ideas. Come IN!
Blog Home

Archive for the ‘Leadership’ Category

Cross-functional Teams: The Leader’s Role in Building Synergy

Thursday, August 21st, 2014

Cross-functional Teams: The Leader’s Role in Building SynergyOrganizations won’t be successful with a cross-functional team approach if departments within the organization have been overly isolated or are mired in an “us versus them” mindset.

What can a leader do to build synergy in these types of dysfunctional cross-functional team situations?

1. Start by making first-hand observations. Walk around the organization and ask people how things are going; seek their input on the issue at hand. Visible leadership (when employees can SEE leaders walking around and talking to folks) builds morale and lets people know that someone cares about what they’re doing and thinking.
2. Build bridges between roles and job functions. Encourage everyone to look beyond their immediate surroundings and give them opportunities to form productive working relationships with people in other departments. A beyond-the-barriers mindset ensures useful information is shared and not kept in “silos”. (more…)

Are You a Hoarder?

Monday, August 4th, 2014

Leadership TrainingNo, we’re not talking about the TV show, and we don’t suspect you of secretly stockpiling paper clips – or even of having too many cats.

But you – or others in your organization – might be hoarding knowledge.

The phrase “knowledge is power”  is sometimes interpreted  as, “If I keep all the knowledge to myself, I will have power.” This is the hoarder model. It’s based on the flawed assumption that knowledge is in short supply, and that if we “give it away” by sharing what we know, we lose something.

The statement “knowledge shared is knowledge multiplied” is a more helpful approach, recognizing the reality that knowledge isn’t a “thing” that, when we give it away, we no longer have. Instead, shared knowledge increases understanding and insight.

When knowledge flows within an organization, that sends a message of trust and confidence to all employees. This alone tends to motivate and energize everyone involved. (more…)

Harassment in the Workplace

Sunday, July 27th, 2014

Harassment in the WorkplaceHarassment in the workplace is a problem that many people face.  The line between proper behavior and harassment is one that is often crossed.

If and when any harassment is found, proper actions and consequences need to follow in order to enable other employees to feel safe. But in order for that to happen, it must be understood what proper behavior in a working environment is and what it is not.

Sexual harassment is one of the better-known forms of workplace harassment. It is one of what used to be just a handful of types of harassment dealt with by law. But as societal norms have evolved and new forms of interaction (like social media, for example) have been introduced, more behaviors are being recognized as harassment.

The video It’s Not Just About Sex Anymore is a training tool for learning about many forms of harassment and how to deal with them. Topics illustrated in this video include: (more…)

Would I Work for Me?

Tuesday, July 1st, 2014

Leadership Training VideosBeing the boss can be challenging. Higher paychecks come with more responsibility, more pressure, and often more time spent worrying about work. This increase in stress can lead to tension in the workplace. Studies have shown that a great or bad boss is the number-one factor that influences people’s performance at work. A great boss helps people thrive, while a bad one induces people to quit or do less-than-satisfactory work.

There are several keys to being a great boss:

  • Share information
  • Get people involved
  • Listen to people’s concerns
  • Take action to show you care
  • Tell people what they’re doing right
  • Focus on solutions, not problems
  • Deal with mistakes in private
  • Use mistakes to help people

These skills improve motivation, productivity, and the bottom line. They take negatives and turn them into positives. (more…)

6 Keys to Leading in Turbulent Times

Wednesday, June 11th, 2014

Leadership Success TrainingGlobalization, talent shortages and roller coaster market dynamics are just a few of the complex challenges facing today’s businesses. So how do you lead effectively in this turbulent environment?

“Complex challenges — ranging from expanding into overseas markets to dealing with the fallout of natural disasters — often don’t respond to conventional approaches and knowledge. Instead, they require innovative thought and action,” says John Ryan, President and CEO of the Center for Creative Leadership (CCL).

Six important things you can do to become a more effective leader include:

Collaborate. Collaborative leaders can get tremendous results. Research shows that the ability to collaborate is a skill that top executives believe their men and women should have. In fact, 97 percent of the executives we surveyed identified collaboration as a key to their organization’s success. And yet, just 47 percent of those same executives believe the leaders in their organizations are skilled collaborators. (more…)

Mentoring and Change: Creating an Environment for Successful Transitions

Friday, June 6th, 2014

Change ManagementChange is the Only Constant

Change is upon us, and we no longer doubt that it has become the way of life in our decade and beyond. In the real world, change occurs only when people embrace it, champion it, and have the courage to move onto uncharted paths. Successful change is about discovery and resistance, and attending to the needs of the people who are an integral element of the process.

Mentoring As Support for Change
Effective mentoring is a powerful way to address people’s needs during change, thus reducing resistance, and opening the path for the new desired future.

Mentoring Competencies That Support Growth
The ability to guide people through successful change is linked to specific mentoring competencies.

Successful mentoring relationships act as vehicles that enable people to develop the new behaviors that are necessary for change. These relationships are based on simple, but powerful principles:
• Mutual trust, developed as a result of mutual respect;
• Commitment to growth and discovery, through support and challenge;
• Openness to give and receive help and feedback;
• Commitment to action and results, the ability to make it happen.

Examples of Mentoring Help during Change

Each phase of transition offers different mentoring challenges. The following examples illustrate how mentoring behaviors can be tailored to meet specific needs.

Phase 1. Optimism
Early in the change process people may have an unrealistic view of what is required. Mentoring can provide a direction that keeps people on an even keel, and helps them understand the full impact of what is needed during change.
The mentor accomplishes this by asking good questions that help people identify their individual reactions to the change. This questioning process looks at both positive and negative aspects of the change, and helps identify future needs. By also sharing his/her own experiences with change, the mentor makes the change experience real and possible. (more…)

3 Words That Put Ideas into Action: “I’ll Own That”

Thursday, April 24th, 2014

Employee AccountabilityNothing is more energizing than having great ideas fly around a meeting room and everyone is engaged in solving problems and getting things done. In tough economic times, seeing employees express ideas about how to keep the business booming is especially rewarding. “We should put this on the website!” “We can get advertising to highlight this feature in the next marketing campaign!” “Customers will love the ability to download this information!”

You want to keep these great expectations moving from one meeting to the next and ensure that the best ideas are not allowed to stall. It’s important that the great ideas “we” need to act on are not lost. Those ideas are gold and the miners of that gold are in the room.

The Problem with “We”
To get to the gold, you must eliminate the Nothing Has Been Done with the Great Ideas We Had in the Last Meeting syndrome. And why does nothing get done? Because “we” were going to do it.

To harness the power of every employee you must remember that the pronoun “we” doesn’t do anything or get anything done. When a person says “we” should do something, that’s great! What’s even greater, though, is when everyone is led to move a “we” to an “I”… with an accompanying “by-when”.

Imagine how the results of your team will skyrocket when individuals begin saying things like…“We have come up with some great stuff! I am especially excited about customers downloading this information. I’ll own that, and by the next meeting I will have an outline for you.” (more…)

7 Quick Tips for Leading Meetings

Sunday, April 20th, 2014

Do you only have a minute to spare? Need a few quick tips for leading your next meeting? Check out the tips below!Effective Meeting Training

1. Be Very Clear on the Purpose of the Meeting
Before your meeting, set goals and decide upon the specific objective for the upcoming meeting. Identify the desired outcome for each agenda item to be discussed. Doing this will clarify what needs to be accomplished during the meeting.

2. Begin Small Meetings with Introductions
First introduce yourself and thank people for coming to the meeting. Review the proposed agenda for the attendees. Briefly explain each item, so people understand what the agenda topics mean and point out the time limit. Ask if there are any questions. Doing this provides structure to the meeting and communicates to the attendees that the meeting has a schedule and a defined set of goals that must be accomplished.

3. Involve As Many People As Possible During the Meeting
Ask silent people for their opinions, call on a variety of people, and don’t allow nonstop talkers to monopolize the discussion – everyone will appreciate it. Having a variety of people contributing not only creates an interesting discussion but also promotes a more in-depth discussion. The more perspectives that are involved, the better your group’s decisions. Making an effort to involve all participants also moves people from a passive to an active role.

4. Make Sure Everyone Understands What’s Going On
Throughout the discussion, it’s a good idea to clarify and summarize what’s happening. This shows consideration for all of your meeting participants and helps maintain focus during the meeting.

5. Remember That Time Is Important
Disorganized and unexpectedly long meetings can demoralize people. Try to put time limits on each agenda item and select a timekeeper. Keep the meeting moving and adhere to the schedule dictated by the agenda. Otherwise, your meeting will go overtime and the attendees will become frustrated.

6. Assign Action Items
When action items arise from the meeting discussion, assign them immediately. Select an individual, a priority level and a due date for the action item. This way, no items will be forgotten or left unassigned. You’ll likely get some volunteers to help fulfill any remaining action items. Naturally, everyone wants to be helpful and cooperative in front of their peers! (more…)

Team Empowerment Basics

Tuesday, March 18th, 2014

Empowering EmployeesEmpowerment is different from delegation. Delegation is entrusting a task to a team while still retaining all the decision making control. Empowerment, however, requires that a certain amount of responsibility and decision making capability is vested in the team. Assigning responsibility implies confidence in the team and confidence in its ability to take certain decisions on its own. It gives the team the independence to formulate an action plan and then implement that plan.

Empowered teams can work in several situations; here are some examples of a few:

Empowered product marketing teams are able to come up with ideas that help create better products and services in line with customer expectations.
Empowered teams in the services sector can help to bring about greater customer satisfaction and retention levels.
Empowered sales teams are better at achieving their targets and forming long-term partnerships with clients.
Let’s look at an example of a customer services team at a hotel: (more…)


close X
For Federal Government Customers.
SAM Registration: Active
Expiration: 03/17/2016 Cage Code: 0C9A3

Too busy to preview today?
Put products in this Watch Later queue so they're easy to recall next time you visit.

Make sure you're logged in when you put videos in the queue!
Log in now.
If you don't yet have a preview account, create a limited or unlimited access account.